Symantec is toast and you know it. Enjoy the RSUs as long as you can.
11 replies (most recent on top)
@ad Rich is not in ESG anymore. Steve Br@z has replaced him
@a9 There was a reranking of at least IC6 mid-September. I know because I am one. Luckily, I'm still ranked a 2. Hope that will be good enough.
Get rid of the worthless Directors and above in management first; (some good ones will be eliminated so move to step 2)
Bring back some of the exceptional employees that dared to challenge the status-quo and put the company first, but ended up getting laid-off as a result. Pay a premium to get them back (they will be add more value instead of causing more harm)
FIRE (not layoff) the politicians across the board (but the geniuses in management wouldn't dare because they're involved). Just talk to your people and get a sense of what's really going on, when they open up it's easy to identify the "cr-ppy-management" and "politicians" embedded.
Go back to step 1.
Employees will be happy working instead of working simply to rest-and-vest;
Business will be profitable because it's been built correctly by motivated employees;
Shareholders will ultimately see the value-add.
BUT NO --- The fools will operate until they
@de Yes. Totally agree!
I miss the $$$ after getting the boot last fall but I sure as he-l don't miss worrying about getting laid off every Hocktober. Good luck to all still there.
upper management would make the rankings for them
Let them, and the first line managers should be the first ones looking for new jobs as the only “skill” you learn is how to layoff people brutally.
Put that on your LinkedIn profile!
Or are they also slaves to the RSU? Watching people live in fear and resting and vesting. A company with a dark soul is no place to work. Unless that is your kinda thing, and it obviously is for some.
Draper Mafia is in charge. Rich and Danny
What do you guys think about Adam and his directs ?
They should first try cutting the IC6 and IC7 ‘s who don’t contribute anything .
HUNGER GAMES
ESG Vice Presidents, Senior Directors, and Directors have it relatively easy. They receive the workforce-reduction targets,the “sacrificial lamb” numbers. from HT, HR and Finance. They then pass those targets down to first-line managers and instruct them to rank their employees for elimination.
The difficult part falls on the first-line managers, especially after round after round of layoffs. Eventually, there may be no obvious employees left to cut. I was told by a former first-line manager that they informed their upper manager that they did not have anyone left to sacrifice. The response was that if they did not enter the rankings themselves in the “online Google Spreadsheet,” upper management would make the rankings for them. As a result, managers were forced to identify and cut employees they considered good employees simply to meet the predetermined reduction targets.